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Work anniversary-Is the honeymoon over?

I saw a great post by my good friend Krista Francis recently on honeymoons at work, and it came just as I was crossing my first “work anniversary” at my current employer. If you haven’t read it yet, it will cause you to stop and think when you realize how important the first interactions new hires have with your company (hint: the “honeymoon” stage should last more than one hour!).

I rarely celebrate or dwell on anniversaries at work. I’m one of those people who will work at a place until it’s no longer interesting or challenging and then move on to another employer, so I measure my work in experiences and relationships, not years. Some people care about how many years they’ve been with an employer, but there are plenty who do not.

On a related note, I have never been a fan of seniority-based awards. However, when I was listening to Dave Ramsey the other day I heard him say something interesting. I don’t remember the exact quote, but paraphrasing: We don’t believe in paying people according to how many years they’ve been here. But I realized recently that we are very tough on people to produce results. If you aren’t producing results, you go work somewhere else. If that’s the case across the board, then we really do pay people somewhat according to their seniority level. If you’re still working here you must be doing something right.

That one idea twisted my head around in a circle. While I still think celebrating years of service just for the sake of it is fairly useless, I do like the idea of recognizing that people who are still engaged in their work and producing solid results after a long term track record has been established. Of course, many companies hold onto poor performers for a number of reasons, but for those with a strong performance appraisal system, it’s an interesting way to look at longevity in a position.

I’ve been with my company for over a year now. People still come up and ask me, “Do you still like your job?”

I must still be in the honeymoon phase, because my response never deviates: I love it.

Ever had a “honeymoon” at work turn sour? Or maybe you still feel like you’re in that stage despite a long tenure? I’d love to hear about it!

Excellent post Ben. Krista’s is too. So important. It really is like a honeymoon or marrriage. People are a lot nicer during that phase. Once they got you, things change. All companies need to continue to CARE and make the employees feel Appreciated.

Ben – – – very happy to hear that you are (still) very engaged and energized by your job. I’m sure that that comes through in many positive and powerful ways to the people you serve every day. Best wishes for a wonderful holiday season!

Hi Ben-
I couldn’t help but comment on this post. I am a 32 year employee, but that includes restored service. I left and came back.
I am a big proponent of turnover and agree that service awards are not that valuable. I have some crystal candlesticks (somewhere), a watch that I wear occasionally (who needs a watch anymore?), and a pen that I do really like. All these were service awards that were nice gifts, but didn’t secure further loyalty.
I am fortunate that I have always had assignments that stretched me and led me to new opportunities. They may just as well have been with another company, but I didn’t have to leave to get new opportunities.
Unfortunately, I have seen too many people who remain with their employer in spite of their evident unhappiness. The employer and the employee lose in these situations.
Loyalty and longevity are great, but performance makes the business strong, and THAT is what should be rewarded.